Growth Mindset: Feedback
For this assignment, I chose to read the article titled, "Why Giving Effective Feedback is Trickier Than It Seems" written by Katrina Schwartz. This is a link to the article!
In the article, they quote Susan Brookhart who says, "The job of feedback is to meet the student where they are and give them what they need to take their next steps." I found this quote particularly useful. You have to meet them where they are. There is no baseline or general start place that you can use as a guide. You have to assess the student or employee, where they are currently at. If you don't, then the feedback may not be effective. She talks about how many teachers try and give one round of feedback and give them everything that they need right then. Even if there are large gaps in performance. It tells that feedback is an ongoing thing and may take many rounds to accomplish that goals that you have set forth. It says to praise their strengths and then point out one or two things that they could improve on. I think that this is an effective technique in some areas. I think that it might work better academically than in a work setting. I have read things for giving feedback at work and they say to give it straight forward and don't sugar-coat it. However, I do feel there are circumstances that this is appropriate to use. If you're not issuing discipline, and just feedback about performance, this could be an effective technique. They also say that you need to provide the feedback when the student is able to immediately act on it. I think this is important as well. If the timing is not right, the feedback won't be useful. If something has already happened and done and over with, then it's a waste of time to provide it.
After reading this article, I think there are many things that I can use at work. It mainly points this out for students, but this is a useful thing to use for many areas of life.
In the article, they quote Susan Brookhart who says, "The job of feedback is to meet the student where they are and give them what they need to take their next steps." I found this quote particularly useful. You have to meet them where they are. There is no baseline or general start place that you can use as a guide. You have to assess the student or employee, where they are currently at. If you don't, then the feedback may not be effective. She talks about how many teachers try and give one round of feedback and give them everything that they need right then. Even if there are large gaps in performance. It tells that feedback is an ongoing thing and may take many rounds to accomplish that goals that you have set forth. It says to praise their strengths and then point out one or two things that they could improve on. I think that this is an effective technique in some areas. I think that it might work better academically than in a work setting. I have read things for giving feedback at work and they say to give it straight forward and don't sugar-coat it. However, I do feel there are circumstances that this is appropriate to use. If you're not issuing discipline, and just feedback about performance, this could be an effective technique. They also say that you need to provide the feedback when the student is able to immediately act on it. I think this is important as well. If the timing is not right, the feedback won't be useful. If something has already happened and done and over with, then it's a waste of time to provide it.
After reading this article, I think there are many things that I can use at work. It mainly points this out for students, but this is a useful thing to use for many areas of life.
Title: Feedback Loop
Source: Wikimedia Commons
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